Previous unsuccessful applicants who have applied or interviewed for this role within the last 6 months are not eligible to apply on this occasion
Prospective officers and staff must be held to a higher standard of behaviour and accountability than members of the public, and that therefore their right to privacy can be fettered in certain circumstances. This is to ensure that members of the police are fully aware and accountable for the unique powers entrusted to them and the standards of professional behaviour they swear to uphold.
About the role
Behind every officer, every member of police staff and every service we provide to our communities is a workforce supported by expert people professionals.
You'll partner with senior leaders to navigate challenging people matters, influence workforce decisions and help shape an environment where our people - and policing - can perform at their best. Working within our People Services function, you'll build trusted relationships, provide expert advice across a broad range of people matters and support organisational priorities through confident, evidence-based decision making.
This is an opportunity to apply your HR expertise in a dynamic and complex organisation where no two days are the same, and where the quality of your advice has a genuine impact on our people, our organisation and the communities we serve.
Key responsibilities
As a HR Advisor, you will:
- Partner with senior leaders to provide trusted advice across a broad range of people matters.
- Build strong working relationships that enable managers to navigate employee relations matters with confidence, professionalism and consistency.
- Contribute to workforce planning and organisational initiatives that support the delivery of strategic priorities.
- Use workforce data and insight to identify trends, manage risk and support evidence-based decision making.
- Collaborate with colleagues across People Services and wider business areas to deliver a professional, consistent and high quality people service.
- Coach and empower managers to build confidence, capability and accountability in leading their teams.
Who we're looking for
We're looking for an experienced HR professional who combines technical expertise with sound judgement and a collaborative approach.
You'll enjoy building trusted relationships, influencing decision-making and supporting leaders through challenging people matters. You're someone who can balance organisational priorities with fairness, professionalism and a strong understanding of employment law and HR best practise.
You'll have experience in:
- Providing expert HR advice across a broad range of employee relation matters.
- Managing complex casework from initial l advice through to successful resolution.
- Building effective relationships with senior stakeholders and influencing at all levels.
- Working within a large, fast-paced organisation with competing priorities.
Using workforce data and insight to inform decision-making and drive continuous improvement.
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You'll also be CIPD qualified, working towards your qualification, or able to demonstrate equivalent professional experience .
Click here to view the full details of the role including the Essential, Desirable and any Educational Requirements for the role.
Why join us?
A career in HR at West Midlands Police offers an opportunity to influence decisions that extend far beyond the workplace. You'll work alongside experienced professionals, partner with senior leaders and contribute to the development of a workforce that serves more than 2.9 million people across the West Midlands. Every conversation, every decision and every solution you help shape contributes to building a workforce capable of delivering the very best service to our communities.
If you're looking for a role where your expertise is valued, your professional judgement shapes decisions and your work contributes to something bigger than the organisation itself, we'd love to hear from you.
Selection Process
The selection process for this role will consist of the following elements:
- Initial application
- Shortlisting
In-person interview
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Closing date: Monday 3rd August 2026 (Subject to change dependant on the volume of applications)
Interview date: TBC
Important Information
Vetting: Successful applicants will be required to pass Recruitment Vetting and Counter Terrorism Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.
Medical: Appointment to this role will be dependent upon you successfully passing medical checks, which may if required include a drugs and hearing test.
Additional Information
Location: Various locations across the West Midlands. Your base location will be confirmed upon appointment. (Lloyd House / Solihull Police Station / Coventry Central Police Station)
Hours: Monday to Friday, 08:00 - 16:00, Hybrid.
Contact: For any further information please contact [email protected]
Benefits Statement
By choosing to join West Midlands Police you will receive an enhanced benefits package including:
- Fair remuneration with progression opportunities and access to a very competitive pension scheme.
- Enhanced annual leave in addition to public holiday entitlements.
- Discounts across travel, parking, daily costs of living and leisure activities.
- A comprehensive wellbeing package including 24/7 support, free eye tests and flu jabs
Comprehensive benefits including pension, Blue Light Card, and employee assistance programme.
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West Midlands Police is a Disability Confident Leader - the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions. As part of our commitment, we operate a ‘Disability Confident Interview Scheme’ - all candidates who declare a disability and meet the essential criteria for the role will be offered an interview. It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people who meet the essential criteria for the job. For example: in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. In these circumstances, the employer could select the candidates who best meet the essential criteria for the job, as they would do for non-disabled applicants.
"Diversity and Inclusion Vision: Maximise the potential of people from all backgrounds through a culture of fairness and inclusion to deliver the best service for our communities"
